All Recruiters Are Control Freaks!

All Recruiters Are Control Freaks! Discuss. (NB. And more importantly, should we be?) As you read that, are you thinking “I resemble that remark!”, or are you sat there, shaking your head in dismay? I can honestly put my hand up and say that in all aspects of my life, I am a total control freak: for my birthday, I book my own “surprise” meal, so I know I will like where it is and I email suggestions of presents to my husband so I know that what he buys is what I would want! (Please don’t hate me, he doesn’t!) And it is the same in business. However, anyone in recruitment (regardless of sector or discipline) will know that when you are dealing with other human beings, there is only so much control you can exert over them. So I ask the question: Should recruitment consultants hand over the control to the candidate and client once the initial interview has taken place? I have always believed and operated a very tight ship when it comes to managing the process, particularly since I have been in Rec2Rec (10 years now surely I deserve a medal or the very least a gold clock?!) as when you are representing the very people who KNOW what you need to do to make the process work, you have to anticipate even more what could happen. The psychological process of recruitment fascinates me and actually when you are dealing with recruiters every day, I find it astonishing how subjective they can sometimes be when facing the recruitment process themselves despite doing that job daily themselves. I love my role of being the supportive guide as well as hopefully getting them the ideal role too. A large proportion of recruiters WANT and NEED me to be a control freak for all the obvious reasons: they are time-poor so need me facilitate and expedite the process on their behalf, clients also. They need my discreet approach and benefit from my knowledge of their sector in order to benchmark their choices. However, I had an enlightened moment very recently when recruiting a very senior director into a boutique business, as during the interview process, they STARTED SPEAKING DIRECTLY. This was totally with my blessing. In fact, when it came to offer negotiation, the client asked if they could offer the candidate directly. I said “yes”. Now, how many of you have just said “no way, that could have spiralled out of your control” or words to that effect? However, because I had managed the expectations of both parties beforehand, I knew the offer would be acceptable and that the candidate was going to be happy with the package being presented to them (by the way, said candidate DID accept and so we are all very happy bunnies now!). I am a huge advocate of people speaking directly. I believe it builds a relationship between potential employer and employee and I always say to my clients and candidates that my role is to facilitate, provide support and constructive feedback to both parties. My role is not to hinder the process and I am not saying that recruiters cause their own downfall but we have to TRUST adults to be able to manage their OWN careers too. I am not contradicting the enormous benefits of using a specialist recruiter far from it. What I am trying to say is that a good recruiter has to be intuitive enough to know WHEN to let the parties involved in the process speak directly and to learn to TRUST that their control in the early stages and DURING feedback is enoughlet’s face it, we aren’t physically sat there in the interview anyway, so in my opinion its only an extension of that, isn’t it? What do you think? Have you allowed your candidates and clients to speak directly at offer stage too or are you a control freak extraordinaire? Do you think I am barmy or naive to advocate this, or does this show that I am transparent and confident enough in my own process to know that when the time is right, these conversations can only work in everyone’s favour?

Business With A Friend Is It Ever A Good Idea

Business With A Friend Is It Ever A Good Idea “Never go into business with friends”. That’s how the old axiom goes. However, most people don’t believe in absolutes, and they are not always applicable. There’s no doubt that there is added risk to your personal life when it comes to inviting a friend into your side-hustle, but you can manage those risks. Do you trust them? This is a tricky question. You might trust your friend to look after your pet while you’re on vacation or to stick up for you in an argument. But that’s not the same as trusting them with your business. Regardless of who it is, it’s worth considering using tools like a background check service   which is offered by Checkthem and others. Your friend may not have told you about past bankruptcies, legal cases, or other career failings. Especially if they’re a friend you’ve only met in the past few years. There is nothing wrong with taking the extra step to ensure you can trust a potential business partner.  Can you separate business from personal? Being willing to do a little further digging is all part of separating the business and the personal. You have to be able to set clear boundaries between what is friendship and what is the business partnership. For instance, you need to have a partnership agreement drafted by an attorney, there’s no negotiating on that. These agreements are crucial to setting plans for the business that can’t be altered just because a disagreement arises later. What’s more, it protects the business, meaning that who has control is set in stone, and if one partner is forced to drop out or passes away, the business doesn’t have to dissolve.  Do you have the same goals? What do you both want from the business? Where do you see it in five years? What kind of audience do you want to attract and what kind of brand do you want to build? You need to have the same big strategic goals even if you won’t always agree on the nuts and bolts of how to get there. The best way to figure out that’s the case is by drafting up business goals in advance, using pages like this goal-setting guide by Dummies. If you can’t agree on the big picture, then you are more likely to conflict with each other way too often.  Willing to work on it? There will be conflict and disagreements. That’s the nature of the business. Your differing skill sets might lead to differing perspectives. Disagreeing with your friend isn’t the end of the world. But you shouldn’t handwave it, either. Be willing to work on your partnership. Ensure you can give them the respect and attention they deserve and they can give you the same thing. Above all else, frank, upfront discussion about plans, about risk management, and about the nature of your relationship is necessary. The friendship is going to change if you go into business together, there’s no doubt about that. It can break down completely, or it can be strengthened. Just don’t go into it with rose-tinted glasses.

Setting the Bar How to Get Through Law School

Setting the Bar How to Get Through Law School Congratulations! Watching  Legally Blonde 750 times has finally paid off, and you are officially a law student! Or, like many people this time of year, youre getting your applications ready to send in to your top-choice law school. Either way, you are preparing to embark on one of the most challenging, but rewarding, periods of your professional career. Law school is incredibly difficult and strenuous, but weve got you covered with some advice to survive. First off, the first year is the worst year. Just like in undergrad, everyone takes the same courseload their first year of law school, and it usually involves thousands of pages of reading, and the Socratic Method of teaching, which youre probably not used to. This means your professors are likely to call on anyone they want, anytime they want, to answer anything they want.

5 Phrases You Really Should Avoid Using at Work

5 Phrases You Really Should Avoid Using at Work These days, many employees are interested in moving up the career ladder by attaining promotions, raises, bonuses, etc. If this is the case for you, its important to know that how you communicate with other employees and your boss can play a profound role in determining whether you are perceived in a positive or negative light. With this idea in mind, make sure you arent using any of the following five phrases when you communicate with others: 1. Dont throw him/her under the bus. This phrase is used to describe the process of getting someone in trouble by placing blame on them or not standing up for him or her. The phrase is definitely relevant within the business world because of the fact that people are constantly manipulating and using others in an unethical, harmful manner that is not acceptable. However, using a phrase like Dont throw him under the bus isnt acceptable either. The problem with the idiom is that it conjures up images of violence in the mind of the listener. This is not the type of mindset that you want to put anyone into in the work place. President of Well Said, Inc. Darlene Price once said that she deems the phrase murderous and says that it should be replaced with a statement like Dont name and blame another for a mistake. 2. Think outside the box. The idiom Think outside the box has been around for quite a while and its getting old. When a cliche is used repeatedly, it loses its originality and fails to really resonate any type of excitement or organicity. In the workplace setting, you always want to come across as an individual with fresh ideas and originality, not a cookie-cutter, robotic employee. For this reason, avoid incorporating trite phrases like Think outside the box into your conversations. 3. Thats not my problem. It is true that each employee is typically given a specific set of tasks to accomplish. It is also true that constantly taking on other peoples assignments can preclude you from getting your own work done. However, using a phrase like Thats not my problem to prevent someone from getting you to do their work is not a good idea. This is the case for several reasons, including the fact that you never want to define or conceptualize a work assignment as a problem. The word problem is negative and connotes the idea that it  is a difficult, nearly insurmountable task that has to be grappled with. Difficult work assignments should be thought of as challenges or mountains to climb. Also note that phrases like Thats not my problem are alienating and promote workplace hostility by insinuating that you are not a team player. A more effective phrase would be Thats not within my scope of practice. You can learn how to incorporate other more effective phrases into your vocabulary by taking a corpo rate sales training course. These courses help you to optimize your ability to effectively communicate with both coworkers and prospective clients. 4. Im just kidding. Im just kidding is a phrase that you want to avoid at all costs. As many of us know, jokes are not always just jokes. Rather, theyre a roundabout way to communicate thoughts or feelings without making them plain directly. For this reason, telling a joke to convey your ideas or opinions can be confusing to a listener who is uncertain about whether youre serious. Thus even if you are just kidding, your joke can be taken seriously. Because of all the confusion that a phrase like Im just kidding can create, be sure that you omit it from your vocabulary in the workplace. 5. Im tired. Never, ever say Im tired in the workplace setting. The office environment should be one where your energy levels are always sufficient to complete whatever task is required of you. Saying Im tired suggests inefficacy. If you are indeed tired, think about what life changes you need to make in order to attain and maintain the energy necessary to complete your required tasks. If youre trying to do an exceptional job at work, note that the words you use can play a profound role in helping you realize your goal. By reviewing the tips and advice outlined above, you can omit problematic phrases from your vocabulary and communicate with your coworkers and boss in a more effective, positive manner. Good luck! Author:  Jennifer Livingston is  a business consultant and writer who specializes in business technology, customer relationship management, and lead management.

How To Include Resume Writing Outcome Statements In Your Resume

How To Include Resume Writing Outcome Statements In Your ResumeResume writing outcomes are included in the resume template that you use to create your own resume. Using them is not only a great idea, but it can be effective and beneficial in helping you find the best job out there. Whether or not they are designed by the employer or a freelance writer, they do a fantastic job in helping you find the right position for you.They are actually a format that is used by many people when they write a resume. However, they are more specifically called an outcome statement. You are probably thinking that they don't belong in a resume. They are created to help with the resume and are also very important in the employer screening process.Resume writing outcome statements have been seen as a summary statement for a long time. In fact, it was one of the first forms of resume writing. Over the years, this has been extended to include every detail that can affect how a company will consider an appl icant.In recent years, the resume outcome statement has become more of a criteria statement. The same rules apply for both. They are a summary of each part of your resume, in order.Example: Under the Education section you would put in the State of education information such as and where you earned your graduate degree or certificate. Under the Experience section, you would list your accomplishments such as internships and volunteer work. Then under the Contact Information section, you would list your contact information such as phone number and email address. Finally, under the section, you would list your references. There is no specific format for resume writing outcome statements.This is because some companies will use certain steps when they are reviewing your resume to ensure that they do not get all of the information that they need. When this happens, they will have certain requirements that must be met in order to be considered for the position.They may ask for all of the in formation in order to decide whether or not to hire you. If you don't have all of this information in a format that can be sent to them, it is just better to have a one-page resume that is already completed.There are plenty of companies that will help you out with your resume writing outcome statements. All that you have to do is contact them and let them know that you need some help with this process.

The first Woohoo Academy was a huge hit. Want to join us for the next one - The Chief Happiness Officer Blog

The first Woohoo Academy was a huge hit. Want to join us for the next one - The Chief Happiness Officer Blog We just had our first ever Woohoo Academy a 3-day in-depth training for anyone who wants to learn all about happiness at work and it was a smash hit. 12 people from 7 countries came to Copenhagen for it.?The group was?a mix of happiness consultants who can use the content in their work with clients and CEOs and HR managers who can apply it to make their own workplaces happier. Heres some of what they had to say about the training: The Woohoo Academy was, without a doubt, the best training I have ever experienced (and Ive participated in many trainings). It was very well organized, and provided the latest research, practical strategies and opportunities to engage in many meaningful experiential activities. I also have to mention Alexs passion and enthusiasm for happiness at work, which I found highly contagious. The training provided me with a much richer understanding of why happiness at work is vital to the success of employees and companies, and also with the how of creating happiness at work. I feel incredibly inspired and that my training dollars were well spent. I highly recommend this training to anyone who feels the calling to create happier workplaces. Danielle, Canada I have attended many motivational and leadership courses over the past 20 years and never came out with so much clarity as after this course. It was interesting with so many nationalities, experiences and angles to the same topic. The value vs time spend for me was immense as my entire organisation over 100 people will benefit directly. Monika, Czech Republic My main reason for going to the course was to got a broader perspective on happiness at work. I wanted to learn more about the theory behind joy, people, work, meaning and succes in businesses. The course gave me a lot of confidence on this topic and Im convinced that within a copple of years this will be a very important part of leading a business. Tamara, Netherlands For me, this Academy was?a huge pleasure too.?It let me take a deep dive into many of the things weve learned about happiness at work over the years, which I find incredibly fascinating, but which I rarely get a chance to share because it goes into more depth than most of our clients need. Also, the group that came for this training were all smart, engaged people with a real passion for happiness at work. And they were all incredibly nice. As?I mentioned at the Academy, you dont get a lot of jerks coming to this kind of training. Theyre probably across town at the business school learning all about business strategy :) And finally everyone passed the training and I got a real sense that the participants got the knowledge, tools and energy they need to make a real difference where they are inside their own organizations or as consultants/coaches/speakers. We are currently planning the next Academy for this winter and were going to have that one somewhere in North America. Sign up here if you might be interested and well let you know as soon as we have the exact time?and place. Here are some of my favorite pics from the Academy: Most of these pics are by Douglas Robar. More pics from the Academy here. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Hooray, its Monday! - The Chief Happiness Officer Blog

Hooray, its Monday! - The Chief Happiness Officer Blog Below theres a message for all my Danish readers. For everyone else: I bet youre sorry NOW, that you werent born Danish, huh :o) Were launching a new web site (in Danish) for everyone whos lost their happiness at work and would like it back. Har du mistet arbejdsgl?den? Og vil du gerne have den igen? Er du en af de mange danskere, der engang har v?ret glad for sit arbejde, men lige nu har glemt hvordan det var at gl?de sig til mandag morgen? Vi har nemlig lavet en lynhurtig lille video netop til dig, der har mistet arbejdsgl?den og gerne vil have den tilbage. P? bare 3 minutter vil du: L?re den ene, vigtigste ting, du SKAL g?re, for at f? din arbejdsgl?de tilbage igen. Forst? pr?cis hvor farligt og ?del?ggende, det er, n?r du ikke er glad for dit arbejde. F? en udfordring t?r du tage den? Sus ind p? www.hurradetermandag.dk og se videoen allerede nu. Go forn?jelse :o) Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related